Review of diversity in the public sector workforce and boards in Wales

Main survey findings

• A lack of standardisation in how diversity data is collected and reported  makes it difficult to report diversity information across all Public Sector Bodies as a whole.
• It is not possible to determine an accurate response rate for the survey. Findings should be considered with caution as the information is provided by a volunteer sample, and some groups may be under or overrepresented in the data.
• Compared to Census 2021 population results for Wales, the survey suggests a slight under representation of Black Asian and Ethnic minority people.
• There was a larger under representation of disabled people.
• There were more females than males on Public Sector Body boards.
• 9% of those Board members that responded identified as Gay or Lesbian, Bisexual or another minority sexual orientation (LGB+).
• No respondents (0%) stated that the gender they identify with is different to their sex registered at birth.
• Self-reporting staff surveys are the easiest ways of collecting large amounts of diversity data      particularly using administrative resources such as self-service HR portals and employee induction. 

Main findings from the literature review

• Results of the data collection should be publicly available for accountability reasons after considering disclosure concerns.
• Diverse public sector body leadership often more able to make policy which more accurately accounts for the diverse needs of the public which it serves.
• A key driver for ongoing disparity in public sector bodies is a progression gap which becomes more prominent with seniority.
• Socio-Economic background may be a key barrier to progression in the public sector.
• A lack of available data is a barrier to the implementation of effective interventions.
• Sharing diversity objectives and clear accountability for senior leaders can improve diversity and representation.
• Perception of fairness is just as key for improving diversity and inclusion as structured and implemented policies.
• Training on unconscious bias and inclusive practices is important so that policies are not seen as tick box exercises.